Manager – Manpower and Planning (United Arab Emirates) Deira

Requirements

Candidates must have a Bachelor’s degree in Human Capital or Business Administration, with a Master’s degree preferred. A minimum of 5 to 8 years of progressive HR experience, including knowledge of compensation, benefits, and labor laws, is required.

Job Summary

Job Purpose:

The role holder is responsible for strategically planning and managing manpower
and recruitment activities for Dubai Chambers, including its international
offices. This role oversees workforce forecasting aligned with growth
projections across sectors and departments, manages international recruitment
efforts, and leads succession planning to ensure leadership continuity.
Additionally, the manager will launch and implement Emiratization programs and
initiatives to support national talent development. Manager is responsible for
managing the organizational structure to optimize resource allocation and ensure
alignment with the Chamber’s operational and strategic goals.

Key Accountabilities:

Strategy and Performance Management 

* Contribute to the development and execution of the department’s short-to-long
strategic plan to ensure alignment with the strategic priorities, and the
corporate goals.

* Contribute to the development of annual business plans for the assigned areas
of responsibility to support the achievement of financial and strategic
objectives.

* Monitor, control and report key performance indicators related to the
department to track performance and recommend corrective actions.

Manpower Planning and Management

* Lead the analysis of current and future workforce requirements based on
strategic objectives of the Chamber and individual objectives of various
sectors / departments to forecast required numbers, demographics and the time
span when they are needed.

* Ensure monitoring and analysis of market trends, industry, and workforce
supply while gauging the gap with workforce demand within the Chamber and
industry to take appropriate action for workforce acquisition or retention. 

* Ensure the presence of right people at the right place and time, and costing
the right amount throughout the Chamber, while considering strategic
objectives and Emiratization regulations to maintain optimum staffing levels
while considering the attrition rates and succession planning requirements.

* Ensure that the workforce planning results are integrated with talent and
succession planning frameworks and implemented by sector heads and managers
to integrate current and future workforce with talent management and ready a
future talent pipeline and succession plans to achieve strategic objectives.

* Oversee the organizational structure and DC manpower budgeting.

Emiratization 

* Develop, implement, and monitor comprehensive Emiratization strategies and
action plans aligned with Dubai Chambers’ overall manpower planning and
organizational goals.

* Identify target roles and sectors within the organization for Emirati talent
integration and establish clear recruitment and development pipelines.

* Collaborate with HR, department heads, and external stakeholders to promote
Emiratization initiatives and increase the hiring, retention, and progression
of Emirati nationals.

* Design and manage training, mentoring, and career development programs
tailored to enhance the skills and capabilities of Emirati employees.

* Ensure compliance with UAE government Emiratization policies and labor laws
and proactively engage with relevant governmental bodies and agencies.

* Lead awareness campaigns and internal communication efforts to foster an
organizational culture supportive of Emiratization goals.

* Identify and resolve challenges hindering Emiratization efforts, including
addressing gaps in recruitment, retention, or employee engagement among
Emirati staff.

* Manage succession planning with a focus on preparing Emirati talent for
leadership and critical roles within the organization.

Recruitment Process

* Collaborate closely with sector heads and managers to thoroughly understand
their specific recruitment needs, develop tailored recruitment and selection
programs, secure their agreement, and implement these programs effectively.

* Oversee the entire recruitment lifecycle, including managing employment
requisitions, internal transfer requests, and sourcing from both internal and
external candidate pools to provide sector heads and managers with qualified
candidates aligned with the Chamber’s objectives.

* Lead a fair, transparent, and objective candidate selection process
encompassing screening, interviewing, testing, shortlisting, validating
candidate backgrounds and information, and negotiating employment contracts
to attract and retain skilled personnel.

International Recruitment Management

* Manage international recruitment efforts across all Dubai Chambers’ overseas
offices, ensuring compliance with the employment laws, labor regulations, and
cultural considerations specific to each country and region.

* Maintain comprehensive knowledge of local and international labor laws and
regulations to guarantee all recruitment and employment activities adhere to
legal standards and organizational policies.

* Manage the establishment of new and upcoming international offices and
working closely with International Finance to obtain licenses by working
closely with international law firms, MOFA, and other partners.

* Manage the inductions for new Office Heads & the Annual General Meeting.

Recruitment Performance Management

* Ensure monitoring of performance of all newly hired employees is done and
adequately analyzed to ensure that the employees fit their respective
positions’ criteria and business requirements and to incorporate the feedback
for future recruitment processes.

* Ensure an effective implementation of the exit interviews process of
employees leaving the company and analysis of the interview results to
identify the trends and main drivers for attrition so that appropriate action
can be taken.

Recruitment Systems

* Lead the review of relevant job descriptions, employee qualifications,
application forms and other HR recruitment process documents to establish
recruitment guidelines and standards which ensure consistency, smoothness and
effectiveness of the recruitment process.

* Provide training on recruitment methods, policies, and procedures to enable
relevant stakeholders to become an active and effective participant in
recruitment process.

Relationship Management

* Communicate with sector heads / managers regularly to obtain a better
understanding on their recruitment needs. 

* Lead the establishment and maintenance of relationships with external
employment agencies and other sources of employees and coordinate their
activities regarding the Chamber to identify and recruit suitable candidates
and enable the achievement of objectives.

People Management

* Manage the activities of direct reports to ensure that all work is carried
out in an efficient manner, in line with the annual business plans, policies
and procedures.

* Manage the performance management process by setting annual objectives, and
developing staff through mentoring, coaching and constructive feedback. 

* Identify employees’ training and developmental needs and in conjunction with
Human Capital Department bridge the knowledge gaps to ensure continuous
progression, and high-level of competence within the team.

Qualifications & Experience:

Minimum Qualification

* Bachelor’s Degree in Human Capital or Business Administration or a relevant
field 

* Master’s degree in Human Capital or a relevant field, is preferable

Minimum Experience and Skills

* 5 – 8 years of progressive experience.

* Knowledge of various aspects of HR (esp. Compensation and Benefits
practices), including market trends.

* Awareness of local cultural and social factors.

* Knowledge of relevant labor law provisions.

Responsibilities

The role is responsible for strategic manpower planning, workforce forecasting, and managing the full recruitment lifecycle for both local and international offices. It also leads the implementation of Emiratization programs and ensures organizational structure alignment with strategic goals.

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